What Senior Candidates Really Want in 2025

Understanding the shifting expectations of top talent in manufacturing and chemical industries

Over the past few years, the world of work has changed—radically. And while we often hear about shifting expectations from junior or mid-level employees, what’s clear from our conversations at Handley James is this: senior leaders are changing, too.

The motivations driving top-tier candidates in 2025 aren’t what they used to be. Gone are the days when salary and title were the only deal-makers. Today’s senior talent—especially within manufacturing and chemical engineering—is looking for something more meaningful, more flexible, and more forward-looking.

So, what exactly do they want? And how can SMEs stay competitive in a fast-moving talent market?

1. Post-2020, Priorities Have Shifted

It’s impossible to ignore the long shadow the pandemic cast over career decisions. Senior professionals had time to re-evaluate what work means to them. As a result, the mindset of “live to work” has been replaced by a more values-led approach to career planning.

Now, more than ever, senior candidates are asking:

• Does this role align with my values and ambitions?
  
• Will I have the freedom to lead authentically?
  
• What kind of legacy will I leave behind?
  

For many, roles that offer meaning, balance, and the chance to genuinely shape strategy are ranking higher than just a title or package.

2. Flexibility, Progression, and Purpose Are the New Must-Haves

Flexibility isn't just about remote working. For senior professionals, it’s about autonomy, trust, and outcome-focused leadership. They want clarity on what success looks like—but freedom in how they get there.

Progression also looks different now. Senior candidates aren’t always chasing the next job title. Instead, they’re looking for roles where they can expand their influence, lead transformation, and build something lasting.

And purpose? That’s a big one. ESG credentials, company culture, and long-term vision are all under scrutiny. If your business isn’t clearly communicating its purpose, candidates may walk away.

3. SMEs Have More to Offer Than You Might Think

You don’t need to be a global brand to attract exceptional talent. In fact, many senior candidates are actively seeking out SME environments—particularly those where they can make a tangible impact, rather than being a small cog in a giant machine.

What SMEs can offer:

• Real influence and ownership from day one
  
• Close-knit, agile leadership teams
  
• The opportunity to shape strategy and culture
  
• A more personal and transparent recruitment experience
  

4. Building a Compelling Offer Starts with Understanding

The most successful hires we support are the ones where both sides feel truly aligned. That starts with listening—really listening—to what your ideal candidates want.

It also means:

• Being clear and confident in your employer value proposition
  
• Offering transparency around your business journey and goals
  
• Considering how your benefits, leadership style, and working environment stack up
  

If you’re unsure what top-tier talent is looking for right now, we can help. At Handley James, we speak to senior manufacturing and chemical professionals every single day. We know what motivates them—and we know how to help SMEs stand out.

Looking to hire in H2?
Now is the perfect time to reassess your approach and attract the leadership talent that will drive your business forward in 2025 and beyond.